I’m pretty obsessed with organisational psychology, for an organisation of exactly one person.

One of my favourite podcasts I use an an introduction to workplace culture tweaks to follow up on in more depth is Eat, Sleep, Work Repeat. This week’s episode introduced me to the apparently oxymoronic ‘silent meeting’.

Essentially silent meetings are far more consciously facilitated than your average meeting towards the outcome direction, and allow far more time for concentrated thought. Not only are they an interesting new way of doing things, I think they are fairly pragmatic in their accommodation of human behaviour.

How Silent Meetings run

Problems with regular meetings that they address

I don’t ever attend the corporate style meeting that Silent Meetings were invented to fix, so I’ve never had to truly experience the scale of their lack of direction…. but these are the three problems found in regular 4 or more person meetings in different sectors or smaller organisations that I think silent meetings address.

Putting it into your own practice

If you’re interested to try it out I’d recommend two things.

Small disclaimer: if a side goal of the meeting really is to fully explore tangents and/or to build raport and relationships with the people involved then Silent Meetings probably aren’t a helpful mechanism towards those goals.

Hustling for good→ www.abbrightman.com